Council of Industry July 21 Workforce Newsletter

Posted By: Taylor Dowd (deleted) Workforce News,
The Bi-Weekly Workforce Newsletter of the Council of Industry
July 21, 2021
Member Workforce News
HR Network Meeting Focused on Building a More Diverse Workforce: Tactics & Consideration
The program was part of an ongoing partnership with JP Morgan Chase to help our members be more inclusive in their recruitment and hiring practices.
The Council of Industry hosted Building a Diverse Workforce: Tactics & Considerations presentation at Dutchess Community College in Fishkill. Jasmin J. Farhangian, Esq., Partner at Greenwald Doherty LLP, led the presentation, focusing on identifying areas for improvement and implementing strategies for DE&I success.
Farhangian explained that creating a strong foundation is key to an effective DE&I Strategy. To build that foundation HR managers should consider whether their company has anti-harassment/discrimination/retaliation policies in place, if the company has a strong open-door policy, and if managers have been properly trained.
To improve workplace diversity, look where your company is currently recruiting. Be mindful of any possible bias in postings and ensure the social media presence reflects the company’s stance on diversity. HR should take a hands-on approach and let employees know help is available. Focus on loyalty and truly hearing employees and implementing their feedback—negating the issues before they become significant will help in the long run.
Welcome Tyler Winters: Council of Industry's Workforce Development Coordinator
Tyler Winters joined the Council of Industry team in May as Workforce Development Coordinator. In this position, Tyler brings his experience in HR and recruiting to assist in the planning and implementation of a Regional-wide manufacturing workforce development strategy. Tyler will also assist in recruiting qualified local candidates, and promoting and publicizing programs and training.
“We are excited to have Tyler join our team," says Harold King, Council of Industry President. "He brings some valuable experience and enthusiasm to our workforce development programs and he will provide important support to the implementation of our regional manufacturing workforce development strategy.”
“Tyler is a welcome addition to our Workforce Development team. He will be helping members access and better utilize our recruiting and workforce development programs and he brings some valuable customer service skills and experience to this role," says Johnnieanne Hansen, Vice President of Workforce Development & Operations.
Tyler can be reached via email at
Upskill Your Workforce With The MIAP Apprentice Program
Quality Assurance Auditors ensure a company's production processes are up to regulation. They help with decisions regarding quality of products, materials, and equipment.
Email Johnnieanne Hansen to Learn more.
For information on advertising in this and other CI publications contact Harold King (
News for HR and Workforce Professionals
NY DOL Assessing Surcharge on SUI Wages
As a result of COVID-19, the New York Department of Labor (DOL) paid more than $110 billion in unemployment and pandemic unemployment benefits between March 2020 and September 2021 depleting the Unemployment Insurance (UI) Trust Fund. New York state borrowed $9.2 billion from the federal government to maintain UI and pandemic benefits while the COVID-19 programs were in effect. State law requires employers to pay an annual Interest Assessment Surcharge (IAS) on the federal loan and In July, you will receive an IAS notice.
  • The rate is 0.23% of SUI wages.
  • The calculation is on SUI from the fourth quarter 2020 through the third quarter of 2021. These are SUI wages from October 1, 2020, to September 30, 2021.
  • The agency estimates the amounts to be approximately $27.60 per employee.
  • This will be an annual payment until all interest on the federal loan has been paid off, unless the federal government abates any of the interest due on the loan.
  • The payment due date is September 30, 2022.
How to Create a Workplace that Works for Women
Editor's Note: The Council of Industry is partnering with JP Morgan Chase to help our members be more inclusive in their recruitment and hiring practices.
The labor force participation rate for women is still about a percentage point lower than it was prior to the pandemic. Increasing female participation in the workforce isn’t just a “nice thing to do.” It’s crucial to economic recovery. To bring more women back, HR leaders and management must consider how they can address the needs of women at work, as well as the needs of their families and communities.
As women reenter a post-pandemic workforce or look for better jobs with more flexibility, they are juggling a tremendous number of priorities. HR leaders can help employers understand that unique challenge and put programs in place to support them and create more opportunity. It starts with understanding what their priorities are and offering resources to address them, from flexible work arrangements to career development programs.
Inflation is Spurring Employers to Rethink Workplace Strategies, from Return to Office Mandates to Benefits
Workers are continually feeling the effects as steep costs for food, housing and gas eat away at take-home pay—information that is spurring employers to rethink several workplace strategies. Employers that do not take a competitive approach to combat inflation in a hot labor market “will find themselves at a significant strategic and operational disadvantage if demand continues as anticipated—especially as other employers offer higher base pay salaries,” says
Tony Guadagni, senior principal in the Gartner HR practice. So how is soaring inflation impacting employers? Here are five areas where employers are feeling the impact and evaluating their strategies.
Union Efforts, Unfair Labor Charges Spike in US
Union representation petitions filed at the National Labor Relations Board (NLRB) have gone up more than 50 percent since last year, the agency announced this week. By May, petitions already surpassed the total number of petitions filed last year.
So far this year, 1,935 petitions have been submitted — 695 more than 2021, according to a statement from the agency. Meanwhile, charges of unfair labor practices have jumped by 14.5 percent from 11,451 last year to 13,106 in the first three quarters of this fiscal year.
Mercedes-Benz Puts Big Money into Employee Training
Mercedes-Benz’ is investing $1.5 Billion in its program, Turn2Learn, whose goal is “sustainable personal development” will give employees access to continuing education and lifelong learning, the company says. Using e-learning platforms, customized learning paths and other continuing education programs, it will get employees up to speed for current and future capabilities.
The company is committed to this upskilling and employees have completed almost 1.3 million hours of professional and personal training last year in Germany alone. In 2021 there were around 75,000 participations in training courses on software, coding and IT at Mercedes-Benz Group AG worldwide.
Man It’s Hot – 10 Key Elements for a Workplace Heat Safety Program
Anyone, regardless of age or physical fitness, can experience heat illness. However, some people may have more difficultly shedding excess body heat and are at a higher risk, such as those who are older, overweight or obese, have diabetes, have heart disease and have hypertension or high blood pressure. The Centers for Disease Control and Prevention estimates that 48% of U.S. adults have hypertension and 40% are obese, making it likely that at least half of the workforce is at an increased risk for heat illness.
OSHA is focusing on heat safety in the workplace and will be conducting more worksite audits under its National Emphasis Program for Outdoor and Indoor Heat-Related Hazards. You need to make sure your workplace is prepared to keep employees safe while working in heat. Here are 10 key elements for a workplace heat safety program.
Stop Giving Gen Z So Much Credit for Shaking up the Workplace. Gen X Started it 30 Years Ago
Gen Z is a puzzle everyone’s trying to figure out at work. They want it all: Purpose! Work-life balance! Flexibility! And if they don’t get it, they’ll leave the door swinging on their way out. If that narrative sounds a little tired, it’s likely because you first heard it when millennials entered the workforce 15 years ago.
Gen Z’s attitudes about work are the result of both generational identity and life stage. Yes, the pandemic accelerated desires past generations set into motion and emboldened Gen Z to speak up about them. But still, these are idealistic 20-somethings who have stars in their eyes, who are also eclipsed by economic crises. Millennials have trod this ground before. And some even argue that this workplace idealism began with Gen X 30 years ago.
4 Ways to Make Lasting Changes to Recruiting Practices 
What we are seeing is a fundamental mismatch between companies’ demand for talent and the number of workers willing to supply it. Employers continue to rely on traditional levers to attract and retain people, including compensation, titles, and advancement opportunities. Those factors are important, particularly for a large reservoir of workers we call “traditionalists.” However, the COVID-19 pandemic has led more and more people to reevaluate what they want from a job—and from life—which is creating a large pool of active and potential workers who are shunning the traditionalist path.
There is no single solution to attract enough people to fill all the job openings and retain a productive workforce. Instead, employers can take a multipronged approach to reach different talent pools. This doesn’t mean that organizations have to change their mission, values, or purpose. Rather, they can showcase different facets of their employee value proposition to a broader number of workers and get more creative in their offers to current and potential employees.
Workers Could See Average Raises of 4.1% in 2023 — The Largest Pay Bump Since the Great Recession
In another sign of a tight labor market, U.S. companies plan to give workers their largest pay bump in 15 years in 2023, with an average hike of 4.1%. Nearly two in three U.S. companies are budgeting for higher pay raises than they did last year, the survey found. Despite a tumultuous year, workers are optimistic about their own financial futures and “satisfied” with their current roles.
That’s the finding from a new survey by Willis Towers Watson, a compensation consulting firm, which polled 1,430 employers in April and May. This year also saw a larger than usual average pay increase for workers of 4%; the raises are the highest since the Great Recession in 2008, when workers got an average pay bump of 3.5%.
iCIMS June Insights Report: Where are the Tech Job Candidates? 
iCIMS data shows an increase in job opening activity, job applications, and hiring activity. Hiring is up nearly 60% since January 2021. However, there continues to be a sustained gap between applications and openings. Job openings are up 49% since Jan 2021. Whereas job applications are up only 12% since then. Overall, job openings are up 3% since January 2022. Across industry sectors.
Job openings and hires for tech roles continue to trend upward. In fact, tech hires are up nearly 20% from January to May 2022 while hires overall are only up 14% in this same timeframe. Despite this surge in demand, most sectors are struggling to attract tech talent. While most open tech roles used to receive about 30 applications per opening (APO), that number has dropped about 20%.
HR Briefs
Upcoming Programs, Training and Events
Council of Industry Annual Golf Outing
Monday, August 29
The Council of Industry will hold its Annual Golf Outing on Monday, August 29th at the Powelton Club in Newburgh. The Powelton is a beautiful course conveniently located just off of Route 9W in Newburgh, NY. Last year’s event drew 100 golfers from manufacturing firms throughout the Hudson Valley.
Registration and lunch will begin at 11:30 followed by a shotgun start at 12:30. Cocktails and a light dinner will follow at approximately 5:00 p.m.
The fee includes lunch, golf, cart, cocktails, hors-d'oeuvres, dinner, prizes and giveaways. Dinner only option for non-golfers.
Sponsors help make this event possible and one of the most enjoyable of the golfing season. Please support the Council of Industry and Hudson Valley manufacturing by becoming a sponsor.
The Manufacturing Matters Podcast
Manufacturing Matters Podcast: Stephen Delillo, General Manager at Belfor Property Restoration
Belfor is the North American leader in integrated disaster recovery and property restoration services. With more than 100 full-service offices in the U.S., they are positioned to respond to almost any disaster – large or small – coast to coast. A proven track record of superior response and unmatched resources has made BELFOR the contractor of choice for damages caused by fire, water, wind or other catastrophes.
Harold talks with Stephen about the property restoration and disaster recovery industry including the types of career, the business model and what it is like to meet people when they are living thorough a terrible life experience.